Decent compensation package, and plenty of "doers" that make things happen. The hardware engineering team produces quality products at competitive price points.

Cons

The Enterprise division is micro-managed to the point that director-level employees don't have the authority to make decisions and spend capital to invest in the future of the company. Although products tend to perform well, the company is generally not innovative and tends to implement features only after they've been proven in the market.

Advice to ManagementAdvice

Give your senior employees more decision making authority, but don't be afraid to shake things up if they're not performing or are incapable of making (good) decisions.

Not replacing people, just adding responsibilities to another person upon another persons departure. I watched as one manager took on 3 position that were never replaced. They dont do alot of capital improvement. Will band aide things forever instead of fixing the root cause which in the long term cost more money. So much profit margin 60% that they dont notice the small costs that add up..More interested in stockholder return that employees having updated equipment to work with.

Advice to ManagementAdvice

Fix your equipment instead of band aide approach. Invest in new equipment instead of nursing 25 yr old machines and obselete equipment to make your employees work easier to perform. Close the facility down during snow events instead of saying use your best judgement about coming in when every other employer closes due to extreme weather. Your people are your capital, dont risk their lives when it doesnt make sense.

Heavily understaffed and poor compensation compaired to rest of companies in the areaLack of career path and advancement unless you join the ever growing group of first level managementCompany tends to value reacting instead of strategic plnning. This may be due to managers becoming more insular and territorial over the years.Heavy turnover in talent in the last 2-1/2 years

Advice to ManagementAdvice

Visit more often with the design and test engineers. Until you regain the lost trust of your creative talent, you will never truely understand the reasons for the increased turnover. And giving a presentation once a year where your first words are your name and title, since many new hires have never even seen you before, does not constitute a valid or sincere visit.

Laid back atmosphere. Almost too laid back. Get the job done and you may never see your boss. Technically challenging. Always something new to work on. Open door policy so you can get information from just about anyone about anything.

Cons

Get the job done and you may never see your boss. I did list this as a pro, but it can be a negative. I've been here 7 years and talked with my manager about 10 times. Talked to my boss's boss about twice. No movement. It will take 15 years and everyone in your group to leave before you are promoted.

Advice to ManagementAdvice

Move your engineers around or they will leave. Its not about the money, its about keeping the minds working. Working on different projects. The ones that know the job, promote.

Senior leadership does not have a central vision to share and guide the company. They are driving the company based on quarterly numbers expectations and keep pushing everyone to do more with less. This negatively impacts morale and reduces our ability to deliver to customer expectations.

Advice to ManagementAdvice

Develop and coherently deliver a simple and consistent vision for the company's direction.